Zappos’ hiring process includes multiple meetings, including informal meetings with groups of colleagues. Part of the company culture includes socialising together so for them it’s important to know that new hires are good to socialise with.
There were some tweets of concern; seeing this as a step too far into the person’s private time, and perhaps disturbing the work/life balance. But I think most people on the hiring side of the equation have a similar test; we’re all looking for “fit”, will this new person work well in our team, and fit the company’s culture.
Maybe the Zappos approach is too extreme for your company, how about the beer test? I recommended this to a colleague who was recruiting a while ago. When you’re interviewing someone ask yourself “on a random evening after work would I have a beer with this guy?” He applied the test, the answer was “no”, and he hired anyway on the basis that he rarely goes for drinks after work so it didn’t matter. But it’s not whether you will actually have that beer, it’s how you feel about doing it. By the way, in his case the hire was a mistake.
If you know you’ve made a mistake hiring someone, fire them quickly.
This is easier to put into effect in the US where the principle of “at-will employment” is used, and harder in Europe where there is a stronger social contract between the employer and the employee. But that’s all the more reason to hire slowly, and to use a probation period. It’s important to communicate with the new hire what you expect in the probation period and to make a fair assessment before taking the step to fire someone.
If you don’t take steps to fire someone who doesn’t perform or who really does not fit the culture (I’m not talking quirky, but major behaviour difference) it’s a drain on the team. They see that low performance is tolerated which reduces their motivation, they can also find it difficult to cope with the different behaviour. A highly co-operative team may absorb a highly competitive colleague – until on a bad day she shouts demands at a junior colleague.
So fire quickly, remove what will otherwise become a festering problem in your team. but the best way to avoid having to fire someone, is to hire slowly.